Hiring a Sales Assistant? Here's What You Need to Know

Let’s be honest...

You didn’t sign up to spend 60 hours a week juggling calls, sending proposals, doing client follow-ups, and still somehow you find yourself spending an hour booking flights for your next business trip! 

If this describes your typical week, it’s time to face the reality: 

You need a Sales Assistant. 

We’ve worked with hundreds of executives and sales leaders who are overwhelmed by the administrative tasks that come with high-performance roles. 

The reality is, getting a Sales Assistant can be game-changing, but it's important to take the time to set the stage for success. 

Based on our experience, here are the top three things you must do before you hire a sales assistant: 

1. Define Your Ideal Candidate

While many hiring processes begin with drafting a job description, bringing on a Sales Assistant is slightly different, it starts with self-awareness. Unlike other roles, an assistant’s success depends on how well they complement your unique work style. There’s no one-size-fits-all resume or personality for a sales assistant; it’s important to identify who you collaborate with best.

Begin by outlining your ideal candidate profile. Look beyond just qualifications:

• Do you prefer someone who’s highly proactive, or more focused on following tasks?
• What personality traits align well with your own work ethic and communication style?
• Should they be tech-savvy, or adaptable to ever-changing schedules?

And when you move into the interview process, take your time. Dive deeper than the basics; ask candidates to describe how they’ve navigated challenging situations. Listen for how they think, communicate, and operate under pressure. This approach ensures you find the best fit for both you and your team.

2. Make a Game Plan for Week One (And Beyond)

Planning takes time. But if you’re hiring an assistant without a rough plan for their first few weeks, you’re setting both of you up for misalignment. 

You don’t need a 100-page manual, but you do need a thoughtful game plan for their first few weeks. This is where trust is built and processes are shaped. 

Here’s a proven method we love: Delegate and Elevate. It’s a simple, powerful exercise: 

• Map Out Responsibilities: Use a “Delegate and Elevate” quadrant. List tasks you love and excel at, what you dislike and struggle with, and everything in between. 

• Offload Effectively: Start by delegating routine admin tasks such as inbox management, CRM updates, and calendar coordination, especially those you find time consuming. 

• Set Clear Priorities: Focus your assistant’s early days on mastering core processes before gradually expanding responsibilities. 
• Provide Context: Share company goals, your sales process, and “how you like to work.” This speeds up onboarding and helps your assistant anticipate needs. 

3. Build the Relationship (Don’t Skip This Step) 

You’re not just hiring a role; you’re creating a partnership. The better you know your assistant, the more impact they’ll have. 

Set aside intentional time to work together, especially early on.

Think: 

• Daily check-ins or quick huddles 

• Having them shadow internal and client meetings 

• Open conversations about your communication style, pet peeves, and goals 

The more they understand how you operate, the faster they’ll be able to anticipate what you need.

That’s when the magic happens, and your assistant starts to move from reactive support to proactive driver of your success. 

Taking That Next Step 

If this all feels a little overwhelming, you’re not alone. Hiring an assistant, especially for the first time, can bring up a lot of questions. That’s where DCX comes in. 

Here’s what we do differently: 

• We take time to understand you.

• We handle the details. 

• We guide the onboarding. 

• We stay in the loop. 

It’s not just about finding help; it’s about making sure it works.

If you're ready to explore hiring a superstar Sales Assistant, reach out today!